Randy Pola - Academia.edu (original) (raw)
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Emotions management in organizations is meant to habilitate the employees in administrating the e... more Emotions management in organizations is meant to habilitate the employees in administrating the emotional resources aiming at the correct adaptation to the organizational environment and the necessities in the work activity. The study of emotions in organizations has the purpose to know and optimize the employees' emotional condition. The efficient leaders are interested in administrating the emotions, being aware of and capable to revaluate the factors which positively activate the employees emotional life. Emotions management is accomplished at two more important levels: personal level or subjective (represented by the person's self-control capacity, the emotional intelligence, the ability to administrate the positive and negative emotions) and an interpersonal or social level, centered upon settling the emotional changes between employees and leaders, between employees and clients. From their settling into the practice point of view, the increase in the work performance and the benefits brought to the organizational environment, the concepts by which emotions management is accomplished/operate (positive emotions and negative emotions, emotional intelligence, emotional self-control, emotional labour etc.), this issue presents greater interest both for theorists and for the real doers/practitioners. Introduction: The present paper is structured into five chapters. In the first chapter I presented briefly the scientific actual stage of the emotions in organizations research field and I made the inventory for three, for the more important reasons which explain why emotions represented in the past, neglected dimensions in the organizational psychology studies. In the second part I described a series of conceptual specifications concerning the emotions and I underlined/presented the emotional intelligence as a resource of the emotions management. In the third part I highlighted the main psychological processes which appear at the organizational group level: emotional activation, emotional contagion and the assigning processes. In the fourth part of my work I discussed two dimensions of the emotions management: emotional self-control and emotional labour. Chapter five presents conclusions of this paper.
Emotions management in organizations is meant to habilitate the employees in administrating the e... more Emotions management in organizations is meant to habilitate the employees in administrating the emotional resources aiming at the correct adaptation to the organizational environment and the necessities in the work activity. The study of emotions in organizations has the purpose to know and optimize the employees' emotional condition. The efficient leaders are interested in administrating the emotions, being aware of and capable to revaluate the factors which positively activate the employees emotional life. Emotions management is accomplished at two more important levels: personal level or subjective (represented by the person's self-control capacity, the emotional intelligence, the ability to administrate the positive and negative emotions) and an interpersonal or social level, centered upon settling the emotional changes between employees and leaders, between employees and clients. From their settling into the practice point of view, the increase in the work performance and the benefits brought to the organizational environment, the concepts by which emotions management is accomplished/operate (positive emotions and negative emotions, emotional intelligence, emotional self-control, emotional labour etc.), this issue presents greater interest both for theorists and for the real doers/practitioners. Introduction: The present paper is structured into five chapters. In the first chapter I presented briefly the scientific actual stage of the emotions in organizations research field and I made the inventory for three, for the more important reasons which explain why emotions represented in the past, neglected dimensions in the organizational psychology studies. In the second part I described a series of conceptual specifications concerning the emotions and I underlined/presented the emotional intelligence as a resource of the emotions management. In the third part I highlighted the main psychological processes which appear at the organizational group level: emotional activation, emotional contagion and the assigning processes. In the fourth part of my work I discussed two dimensions of the emotions management: emotional self-control and emotional labour. Chapter five presents conclusions of this paper.